Our Career Development Center is the most comprehensive resource of its kind for the public horticulture industry—providing position openings in botanic gardens, arboreta, zoos, horticultural societies, and even museums, along with a number of other career-oriented resources for experienced and new public horticulture professionals, as well as those just beginning to explore the industry.


Job postings will expire after the 60-day period. If you need the posting to be removed sooner email us.

post a job


Salary Data & Trends

Executive Garden Leaders and their Designees (contact can get comprehensive Compensation & Benefits information from our Benchmarking platform.

Recruiting & Hiring

The American Public Garden Association’s Careers Page is the most comprehensive of its kind and is frequented by top prospective candidates in the field of public horticulture, so posting with us is sure to yield good results. But, there are additional smart recruiting and hiring strategies that can help you secure outstanding new employees for your organization.

Clearly organize your information by providing a company overview, job description, lists of required skills and experience, compensation information, and application guidelines.

Distribute job postings where good applicants will see them.

If you are seriously interested in a candidate, gain a strategic edge by knowing what criteria will encourage that person to accept your position offer.

Learn what it means to be an Equal Opportunity Employer. The US Equal Employment Opportunity Commission (EEOC) offers a clear overview of their authority, roles, and guidelines. It also pays to know what practices are prohibited in the workplace and during the interview process.

It is important to maintain clear communication with hires and non-hires alike. Good, respectful communication is the sign of a healthy, professional workplace.

Make your postings exciting! Sell your organization and the position.

Create a document detailing the key selling points of your garden or organization—both outward and inward. Many selling points are obvious, but some may not be. Let your hiring team be “armed” with all the redeeming features of your workplace—from benefits to social culture and whatever else might appeal to a desirable applicant.

Ask for and follow up with references. A good reference list provides at least three professionals with whom a given candidate has worked. When following up with references, have a clear list of questions to present regarding your candidate to keep information consistent and allow good comparative analysis.

A good interview will make the hiring committee and prospective employee feel at ease—allowing both to communicate effectively within a set period of time. Here are some tips for developing a good interview process.

Search By Filters

Job Type